Have a promising job offer or looking for a new job? Assessing the culture and work environment is key to making a good choice. You have come this far, don’t blow it and take a job in an organization that will suck every ounce of creative energy out of you before the day begins.
It’s impossible to do an employee satisfaction survey, talking to former employees or getting into their files, so here are five tips that may keep you out of harm’s way.
Team spirit
Organizations that promote team spirit are able to weather disruption and go the extra mile to achieve success.
In the interview, make sure to explore whether they approach their work in teams. Do you notice the meeting rooms being used by groups of people or just two to three folks? Do employees acknowledge one another in passing? How are the interactions of your interviewer with his or her employees; do they say thanks and give praise?
Open communication
Employee contribution and turnover are positively affected when staff feel like they belong and are valued in the organization.
What evidence do you see on the wall, in dialogue or the local newspapers that employee input is solicited? Ask in the interview what are the strengths of their work environment or how often they have staff retreats.
And never overlook the receptionist and his or her insights.
Work/life balance
There is a direct connection between balancing work, personal life and job satisfaction. Companies that support a healthy balance will reap benefits in employee creativity and ingenuity.
So, the first tip is to drive by the company two hours after closing and see how many cars are in the parking lot. Then, check out the display case in the lobby and see if there are pictures of employee involvement in the community or trade awards.
Lastly, look at the faces of employees — if the majority have blank stares and forlorn looks, you may want to check further. You can even go to the closest lunch restaurant and see what their perceptions are of the company.
Progressive professional development investments
Retaining talent is very tricky in today’s environment and the cost of replacing an employee is significant. The obvious way is to explore the company’s philosophy on professional development during the interview.
But there is a quicker way — check out the tools that employees have. Do they have contemporary equipment or is it on its last leg? How is their tech support provided? Determine whether key employees tweet.
If they don’t invest in tools, it’s doubtful they will make significant investments in your development.
Gut check
Don’t overlook your gut in this process. When you are meeting with your prospective boss or co-worker and your stomach becomes upset, listen. Assuming you don’t have a bug, your body is sending you a message. The company may just not be right for you.
Looking back I was always well served listening to my gut.
Kate Dewey is the president of The Forbes Funds, a supporting organization of the Pittsburgh Foundation. Kate has more than 40 years of experience with nonprofit organizations, foundations, public agencies and corporations at the local, state and national level.
